4 ms·

Wasnt aware of the fees aspect. Good to know that side of the equation. My point is that a VPE has to be good a managing/politics/delegation and also be tech

Wasnt aware of the fees aspect. Good to know that side of the equation. My point is that a VPE has to be good a managing/politics/delegation and also be technical. The cost of developing software has gone down a lot = smaller teams, more technical folks. Recruiters havent realized this. A company like WhatsApp has ~50 people and was valued at $ 19 billion. At a personal level, I have been a big company manager with many years experience managing people. I have been introduced to startup founders. What I dont like is people (read recruiters) who have never shipped a product pretending to add value by injecting themselves into the process and decided who I should talk to.

jesusmichael 12y ago
Well you can circumvent the "recruiting" process by getting to know more founders and putting your hat in the ring. Yes I agree with you about the cost of building an application, but its always been cheap form a code generation perspective. The marketing and sales channels (read viral "whatsapp", which is unique in the world) have changed. You don't need to have a boat load of sales and support personnel anymore, because 1, its not expected, and 2, you have the web to deploy and support your app which is a force multiplier. I don't think the CTO/VPE is the guy with the most or even the best grasp of how software should be developed. He should be the guy that most effectively bridge the communication gap between the engineering dept and the board room. Focusing the group on the things that will make ownership happy. In that respect sometimes the CTO is a guy that gives the BOD confidence that he'll look out for the Boards interest, not the guy who's going to deliver. I know that may sound counter-intuitive but its true.